The Leadership Zone

While we focus on best practices in leadership and organisational development, it is very easy to be critical and resist working within imperfect organisations and systems.   We can still aim for better organisations and better practices. It is more than ok to lead imperfectly as long as we are also learning! Leadership is messy! 

Leadership development reference mentioned, Anderson & Ackerman-Anderson, 2001

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In this episode of The Leadership Zone, Sile discusses the crucial difference between leading a team and managing individual contributors. Don't miss out on this valuable information that can help take your team to the next level, and witness Sile role modelling how mistakes and human error can support you in relating more effectively to your team and removing perfectionism.

Leading a team requires a different approach than leading an individual. Teams have group dynamics, communication patterns, and a shared goal, whereas individuals have unique needs, motivations, and personal goals. To effectively lead a team, it is crucial to understand and navigate these dynamics, communicate effectively, and create a positive and productive work environment. On the other hand, leading an individual requires a more personalized approach. Understanding their motivations, strengths, and weaknesses, as well as providing one-on-one guidance and support, can help individuals grow and develop their skills.

✍️Sign up for the free weekly leadership letter to learn more about leading effectively and making a difference. Which is focused on supporting you to deepen your leadership clarity, confidence, and competence. Join us here at www.silewalsh.com/leadership-letters  

📞If you're interested in improving your team leadership skills, book a free consultation with us today at https://www.silewalsh.com/free-leadership-consultation. 

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10 Tips for Boosting Your Confidence as a Leader is Episode 2 of the  Leadership Zone 2023 podcast.

This video shares practical tips and strategies for improving your leadership confidence. Whether you're new to leadership or an experienced leader, these tips can help you feel more confident in your abilities and make decisive decisions.

Some tips we cover include setting clear goals and objectives, learning from mistakes, practising self-care, building your knowledge and skills, seeking feedback, taking on challenges, practising public speaking, developing a positive attitude, and believing in yourself.

Improving your confidence as a leader takes time and effort, but it's worth it. You can become a more effective and successful leader by following these tips.

For more leadership tips and resources, check out our 2023 Leadership Book Club at https://www.silewalsh.com/leadership-book-club and sign up for our Leadership Letters at www.silewalsh.com/leadership-letters.

Thank you for watching and listening! We hope these tips help you boost your confidence as a leader in 2023 and beyond!

For more leadership tips and resources,

👉Check out our 2023 Leadership Book Club at https://www.silewalsh.com/leadership-book-club 

👉Sign up for our Leadership Letters at www.silewalsh.com/leadership-letters.

👉 Email [email protected]

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Read the article here: https://www.silewalsh.com/articles/10-tips-for-boosting-your-confidence-as-a-leader

In this episode, we discuss what is in store for leading in 2023 and the 3 levels of leadership development, along with a psychological lens into the self and how it influences leading. This is the first episode of the 2nd season of the Leadership Zone Podcast.

Book recommendation: Work & Worth by Dr Tony Humphries, Affiliate link: https://amzn.to/3QepEzY

(Anderson & Ackerman-Anderson, 2001)

"In leadership development, there can be 3 different “things” developed

-        Doing – skills and competencies

-        Expert knowledge – Knowing

-        Ways of being – mindset, emotions

For more leadership tips and resources,

👉Check out our 2023 Leadership Book Club at https://www.silewalsh.com/leadership-book-club 

👉Sign up for our Leadership Letters at www.silewalsh.com/leadership-letters.

👉 Email [email protected]

Hope you enjoyed the video; if so, don’t forget to …

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It is easy to focus on how others are a barrier to performance. Rarely do we easily review how we can get in the way of individual, team and organisational performance.

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The four pillars of leadership development and how to know which one you need to focus on!

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Which one you need to focus on depends on what you need to improve, and which area will give you the best return on investment with the least effort.

While each pillar has multiple things that fit within that area by breaking things down into these four pillars, we can start to decide where it needs the most attention from our leaders and us.

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I hope you folks enjoyed this!

Key Points 

-> Leadership is an individual task 

-> Leadership has a systemic lens 

-> Leadership is an interplay between individual and system 

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Partial Episode Transcript 

And one of the critical things about feedback is we need to be careful, um, how we ourselves are giving feedback because both the organisation and we have a vulnerability, because if we are unconscious in our feedback and we. Indicate something related to the protected categories of identity within Irish, UK, and European law.

And we do it with the best intention of getting ourselves in trouble. So we need to think about what to give feedback on and when it comes to feedback. So we need to give feedback on behaviour, not identity. So we need to talk about what they're.  that we need to be changed, that we need them to change

We need to talk about the effect it's gonna have on us, how we feel about it, what our preference would be, and why that would work. So, for instance, I might say, when you shout at me, it makes it hard for me to listen and I feel overwhelmed. I'd like you to speak on camera so I can hear what you're saying.

So that's that. Me running through it, but if I wasn't doing the behaviour, I might say you always shout. It's very annoying. You are aggressive. I'm fed up with that.  which isn't an effective way to give feedback because there are a couple of things. One is we aren't naming the behaviour. So we said they are the other because we aren't talking about the effect and how we feel.

And the other reason it's not practical is we aren't telling them the replacement behaviour we want and why that would work better. Now, here is where to get entangled with legislation if I'm giving feedback to someone and I'm unconscious of my bias. Loads of us have bias.

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When it comes to leadership, listening is not just about nodding your head and people thinking that you hear or understand them. Listening is about hearing the words being said, understanding what's underneath the words, and then responding to that unmet need of the people you're leading or influencing or stake.

When you just listen to words, and you listen to respond, or you listen to interpret through your own lens, or you hear what it means about you or how it's going to impact you, you're completely missing effective listening. Effective listening is listening to the overt, apparent words and the unmet, probably not so obvious need underneath the words.

Look for the lens that the other person is speaking to you from and stay with that until you can move through to a place.